If you are looking for one item that:

[sumaiyakhatun26]

How is that? I just got off, the presentation was well received, you like it too, and you're already looking for some area to improve?

The point is not to delay and not to give people the opportunity to make the same mistakes. It is therefore not worth approaching feedback in a formal way and collecting arguments for and against for the whole week. Let's do it right away, provided that we have already built some trust with the other person. The employee must feel that we are paying attention to them because we care about them, their development and results.

#3 The Effective Manager – Horstman Mark
The next book I recommend focuses primarily on the organization of a asia rcs data manager's work. In it, you will find a description of several managerial tools that the author believes in and I will tell you that after reading it, I also tested them myself. So I can confirm with a clear conscience that they work and should be used as often as possible.



convince you to meet 1:1 with team members,
will show you how to do it in a structured way,
then this is the book for you. I will say more, about one third – and it is not a long read – concerns the proper preparation for conducting and evaluating individual meetings.

It is in this book that you will learn that a 1:1 meeting with an employee should not be status-based, like: I'll tell you what I did last week . Instead, you will read, among other things, that:

an agenda should be prepared before each 1:1 meeting,
an individual meeting is a space for the employee, not for the manager.
The point of a 1:1 meeting is for the employee to share the challenges they are facing. And you can address them, instead of turning the meeting into a pseudo-managerial one by saying:

Tell me, what's the status of your work? Oh my, our half hour is up, let's move on to the next tasks.